Sr. HR Business Partner

Benefits

• Accrue twenty-one days of Paid Time Off during your first year
• Up to eighty-seven percent of benefits covered by CIG for you and your family members
  • Medical, dental, vision plans
• One hundred percent covered plans
  • Basic Life & AD&D
  • Employee Assistance
  • Leave Management
  • Long Term Disability
  • Short Term Disability (Outside of CA)

• Family Caregiver Support (Homethrive)
• Child Care Resources (Tootris)
• Business Travel Accident Protection

• Voluntary benefit offerings
  • Short-term (CA only)
  • Voluntary Life AD&D self, spouse and child plans
  • Flexible Spending
  • Health Savings (HSA)
  • Hospital Indemnity
  • Accidental Injury

• Critical Illness
• ARAG Legal Services
• Norton LifeLock

• Nine paid holidays, plus two floating holidays
• Above and Beyond Reward Recognition Program
  • Kudos & Shout Out Points Program
  • Quarterly Above and Beyond Bonus Program
  • Annual Above and Beyond Bonus Program
• Competitive compensation
  • Base compensation
  • Salary Management Spot Bonuses
  • Annual Incentive/Profit sharing program, potential payout annually based on company results.
• Discount partnerships
  • Gym memberships, credit union, travel, shopping, restaurants, theme parks, and more
• Insurance Educational reimbursement and bonus programs
• Employee Referral Bonus Program
• Home and Auto Insurance Discount Program.
• Paid Volunteer Time - Through company planned community events and choose your own adventure PVT in giving back in ways that are meaningful to you!
• Retirement savings benefit (401k and Roth + match)
• Health & Financial Wellness
  • Wellness platform, tools and events
  • Health Savings Account - match
  • Financial Wellness Resources

Work Environment

This is a hybrid-eligible position, where Monday through Wednesday would be working in one of our offices, with Thursday and Friday eligible for work-from-home days. Office locations include: Monterey (CA), Roseville (CA), Bakersfield (CA), Phoenix (AZ), and Spokane (WA).

Overview

The Sr. Human Resources Business Partner is responsible for supporting divisional leadership of the corporation through the effective development, deployment, and management of human capital throughout the organization. Train and communicate employee relations policies, practices, and procedures to ensure fairness in the workplace. Support business initiatives that maximize productivity, efficiency, and the return on investment for human capital. They are partnering with senior divisional leaders and teams to deliver response inquiries on performance management, salary management, policy, procedure, succession planning, divisional team training, and special programs. Support the organization in staffing initiatives and workforce renewal efforts, deliver management and staff development programs, manage employee claims/complaints, and ensure the corporation's compliance with policies, benefits, and employee relations programs. Perform special assignments as directed by HRBP Manager or VP HR or assigned CIG management to accomplish workforce initiatives designed to achieve the established objectives of the organization. Provide strategic partnering, employee, and leadership coaching and development, change management and organizational structure to best suit the division and organization.

Responsibilities

SR. HRBP

• Establish and maintain strong, collaborative partnerships with leadership and key stakeholders within assigned business groups, serving as a trusted HR advisor on workforce planning, employee relations, organizational effectiveness, and strategic business initiatives. Actively participate in leadership and stakeholder meetings to provide HR insights, identify emerging workforce needs, offer guidance and recommendations, and ensure alignment between business objectives and organizational HR strategies, policies, and practices.
• Oversee and review annual salary management increases and compensation adjustments to ensure accuracy, alignment with performance reviews, and appropriate effective dates in accordance with payroll cycles. Review HR actions for accuracy and compliance with organizational guidelines, approve or decline changes within the HRIS system, and coordinate with the Payroll Manager to ensure timely and accurate processing.
• Notify manager and payroll regarding worker's compensation. Complete required documentation / paperwork to ensure compliance.
• Provide guidance and support to managers within assigned business groups throughout the performance improvement and corrective action processes, including verbal and written warnings, expectation discussions, and Performance Improvement Plans (PIPs). Review supporting documentation and prior corrective actions to ensure accuracy, consistency, and compliance with organizational policies and procedures. Participate in employee meetings alongside management to facilitate effective communication, establish clear expectations, and support appropriate documentation and follow-up.
• Support management in recruitment and selection efforts by being HR interviewer on all non-entry level positions up to Sr. Manager positions within assigned groups.
• Oversee and coordinate the annual performance review process for assigned business groups, ensuring timely completion, adherence to established deadlines, and compliance with organizational guidelines.
• Partner with leadership to facilitate and support the annual staffing planning process for assigned business groups, including evaluating current and projected workforce needs, organizational structure, staffing levels, and anticipated changes. Provide guidance and recommendations to ensure staffing plans align with business objectives, operational needs, and budgetary considerations. Review proposed staffing changes, identify potential gaps or opportunities, and collaborate with leadership to ensure accurate documentation, appropriate approvals, and timely implementation of approved staffing plans.
• Accountable for all voluntary and involuntary terminations. Notification of termination to HR team, manager, and tech support. Complete documentation and historical data, audit trail, etc. for involuntary process to be prepared for A-O submittal and approval to terminate. Schedule and perform exit interviews. Ensure exit survey is sent to every exiting employee for analysis purposes within assigned groups.
• Partner with leadership to facilitate and manage the High Potential, High Performance (HPHP) process for assigned business groups, including talent identification, performance and potential assessments, succession planning, and employee development opportunities. Provide guidance to ensure consistent application of program criteria, alignment with organizational objectives, and appropriate documentation and follow-up on identified talent development initiatives.
• A Partner in onboarding process for all new employees within assigned business groups to include conducting individual meetings to provide HR guidance, review organizational policies and expectations, address questions, and support a positive transition into the organization. Partner with managers to ensure a consistent onboarding experience, promote employee engagement, and establish ongoing HR support throughout the employee's integration into the organization.
• Partner with Training and Development, Engagement and HR Operations in support of divisional strategic and operations needs.
• Travel to assigned business offices on a regular cadence to work with leaders and employees, building rapport and partnerships.

Partnering closely with the Sr. Payroll Specialist, you will serve as the primary operational backup responsible for:

• Backup Payroll Execution: Process and review semi-monthly, off-cycle, and lifecycle-driven payroll adjustments (new hires, LOA, terms) in Paylocity, managing all timekeeping, calculations, deductions, and HRIS updates.
• Tax, Garnishments & Plan Funding: Oversee IRS/multi-state tax compliance (including sponsored staff), process and communicate garnishments directly to employees, and execute timely 401(k) and HSA funding.
• Compliance & Audit Readiness: Ensure strict adherence to DOL regulations and prevailing wage laws by maintaining audit-ready payroll records.
• Employee & Policy Guidance: Resolve employee inquiries regarding pay or deductions professionally, while providing expert guidance on wage-and-hour policies and overtime rules
• Job description is not prescriptive, rather a guidance as to the duties and responsibilities the position will have, however is not limited to the listed above.

Minimum Requirements

• Five to Eight years of hands-on experience in an operational human resources role required.
• Experience in insurance or the financial services industry preferred.
• Bachelor's degree in business administrations, Human Resources or business administration
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred.
• Previous Experience in
  • Employee relations
  • Training and development
  • Performance management
  • Payroll
  • HRIS systems Clear Company, Paylocity, Workday, et
• Communication Skills
• Negotiation Skills
• Strong Knowledge of Training Processes and Procedures
• Strong Facilitation skills
• Budgeting skills
• Time Management skills

This position has no direct supervisory responsibilities but does serve as a coach and mentor for employees and management within assigned business groups.

Salary Range: $86,259.00 - $143,765.00

The salary range listed here has been provided to comply with local regulations and represents a potential base salary range for this role. Please note that actual salaries may vary within the range above or below, depending on experience and location. We look at compensation for each individual and base our offer on your unique qualifications, experience, and expected contributions. This position may also be eligible for other types of compensation in addition to base salary, such as benefits and bonus programs.